HomeMy WebLinkAboutRESOLUTIONS - 01272003 - 99-313 i
THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this Order on .lune 15. 1999 by the following vote:
APES: SUPERVISOR GIOIA, UILKEMA, GERBER AND CANCIAMILLA
NOES: NONE
ABSENT: SUPERVISOR DESAULNIER
ABSTAIN: NONE
SUBJECT: Resolution No.99/ 313
In the Matter of Implementing a
Performance Pay Plan for the Class of
Sheriff's Chief of Management Services
THE CONTRA COSTA COUNTY BOARD OF SUPERVISORS in its capacity as governing
Board of the County of Contra Costa and all districts of which it is ex-officio governing Board
RESOLVES THAT:
Effective June 1, 1999, the following performance pay plan is adopted for the class of Sheriff's
Chief of Management Services(APDL)
1. Salry Rana. As an Unrepresented Management class, the compensation for Sheriff s
Chief of Management Services shall be set by the Board of Supervisors and shall be
reviewed periodically. Effective June 1, 1999,the class shall be reallocated from five-
step salary schedule/level M50 2445 ($5235 - $6363) to eleven-step salary
schedule/level M25 2469 ($5498 - $7037)
2. "ten Placement of Incumbent: The incumbent employee shall be reallocated from current
salary step five(5)to new salary step (9).
3. Regal r Annivers ry Sa ryr Review: On the employee's anniversary date, the appointing
authority may, based on an evaluation of work performance, award a merit increment (step
increase) of 5% for satisfactory performance of the employee. The salary advancement shall
be granted only on the affirmative action of the appointing authority. In no case shall a step
increase be awarded beyond step 9 of the salary range for satisfactory performance.
Conversely, the appointing authority may unconditionally deny a merit increment or may
conditionally deny the merit increment subject to review at a specified date before the next
anniversary date.
4. performance Pa Review: Effective with the adoption of this performance pay resolution,the
appointing authority may designate an annual performance evaluation date which can be
different from the employee's annual anniversary date as referenced in Section 3 above. The
appointing authority may,based upon annual evaluation of work performance, award at that
time either one 2.5% performance increment (step increase) or two 2.5% performance
increments for outstanding performance and/or the achievement of specific performance-
based objectives(hereinafter referred to as outstanding performance)to the incumbent.
If the employee does not receive outstanding performance pay on the annual
performance evaluation date, an extra salary review date may be set by the
appointing authority to occur six (6) months after the annual performance evaluation
date. This date may be set by the appointing authority upon return of the Salary
Review Report to the Director of Human Resources or at another time within the
Intervening six (6) months.
RESOLUTION NO. 99/313
If the employee received an outstanding performance pay step of 2.5% on the annual
performance evaluation date, the appointing authority may, based upon an evaluation of
work performance, award an additional 2.5% outstanding performance pay step effective six
(6) months after the annual performance evaluation date on the first of the month. If an
employee was not awarded an outstanding performance pay step on the annual performance
evaluation date, the appointing authority may, based on an evaluation of work performance,
award one(1)or two(2)outstanding performance pay steps effective six (6)months after the
annual performance evaluation date on the first of the month. In no instance, however, shall
an employee be awarded more than two (2) 2.5% outstanding performance pay steps
between annual performance evaluation dates.
5. Cgntinuation/Terr_n_ination of Outstanding Performance Pa, Steos: Any outstanding
performance pay step(s)in effect on the employee's annual performance evaluation date are
subject to evaluation by the appointing authority and must be affirmatively recommended by
the appointing authority to continue or be increased.
At the discretion of the appointing authority, effective the first of a calendar month,
approval for outstanding performance pay step(s) may be rescinded based on an
evaluation of work performance, at any time between annual performance
evaluation dates.
6. Correlation of Merit and Performance Pay Step,; In instances where the employee
is receiving outstanding performance pay step(s) at the time a merit increment is
approved, the employee's base salary for satisfactory performance will be adjusted
to reflect the 5% merit increase. The employee salary step placement will then be
further adjusted for the current outstanding performance pay that the employee had
been receiving using the employee's new merit step as the base upon which the
performance pay step(s)are added.
7. Step Placement Limitations: No salary step beyond Step nine (9) may be awarded
for satisfactory performance. Steps ten (10) and eleven (11) are reserved
exclusively for outstanding performance pay. No provision of this resolution shall
allow salary placement beyond the uppermost step of the salary schedule/level to
which the class is allocated.
8. Other Provisions: Except as may be changed or modified by resolution hereafter, all
provisions of the Salary Regulations are applicable to this class.
Distribution : Human Resources Dept
Sheriff S Office t hereby certify that this is a true and correct copy of
Auditor- Controller an acticn taken and entered on the minutes of the
Board of Supervisors on the date shown.
ATTESTED: June 15, 1999
PHIL BATCHELOR,Clerk of the Board
of Supervi and County Administrator
, a
By ,deputy
RESOLUTION NO 99/313